Essay on The Events That Led to the Independence of Cuba

The Events That Led to the Independence of Cuba During the course of the semester, we have looked at numerous videos and have read numerous pieces of writing that has presented Cuba before Fidel Castro completed the great Revolution in 1959. These works have represented many views on the Cuban struggle for complete independence. These works have contributed to reinforce my opinion on the subject at hand. The works have shown that Cuba’s history is filled with discontent from within towards an outside presence. In the beginning, the outside force was Spain, Cuba’s colonial leader. The United States became the outsider in the early nineteenth century, when it intervened in Cuba’s fight for independence. Only until Castro took over in 1959†¦show more content†¦Marti spoke of social change throughout Cuba and not political change. Castro spoke of social change as well. The difference, Castro stated, was that he and his group would not allow others (the US) to block Cuban progress towards sovereignty. Reme mbering 1898 and 1933, the revolutionaries of 1959 refused to compromise†¦ [60] The resources used for this paper are listed below. The book by Perez-Stable was an economic history of Cuba from their independence onward and an overall evaluation of the country’s history with regards to Castro’s take- over. The author displays the country as an emerging economy that might have been. I fell her interpretation of the events is not very conclusive and her evaluation of what Cuba might have been (p. 33-5) lacks any real merit. Cuban leaders, so far, had not implemented any real social change within Cuba. Their interests were the US’s interests throughout their independence. The Platt Amendment saw to that. In 1933, Ramon Grau became president after a military coup to remove Geraldo Machado succeeded. Grau represented the reform Cuba had always needed in their short history. For four months, the Grau-Guiteras government battled the odds and espoused a nationalistic, reformist program. Decrees were passed on minimum wages, an eight-hour workday†¦and rights of colonos against largely foreign-owned mills were announced. Cuba para los cubanos (Cuba for Cubans) [41] The attempt to implement this social changeShow MoreRelated Cuban Revolution Essay945 Words   |  4 Pagesa historical glory of Cuba. The result of this revolution in Cuba was an overthrow of the government and the start of a Communist state that still remains today. nbsp;nbsp;nbsp;nbsp;nbsp;Several events occurred that led up to the Cuban Revolution. The first war for Cuban independence lasted from 1868 through 1878 and became known as the Ten Years War. The following year, the quot;Little Warquot; began and lasted just over one year. 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The United States won the war which lead to their rights for Guam, Puerto Rico, the Philippines, and Cuba. The Philippines was the U.S.’s first experience in nation building and was a hot bed for social issues to include torture. This eventually led to the development of the anti-imperialistRead MoreGlobal Effects Of The Cold War1311 Words   |  6 Pagesbeing that the Soviet Union wanted to spread its belief of communism worldwide, which in turn alarmed the democratic American society. This decades long war had numerous long-lasting impacts on the global world, as did decolonization. Major cold war events included: the build up of huge armories of atomic weapons and ballistic missiles by the U.S and the Soviet Union, formation of NATO and the Warsaw Pact, the policy of Dà ©tente, the rise and fall of the Berlin Wall, and the collapsing of the SovietRead MoreEssay on Cuba1685 Words   |  7 PagesCuba In the past fifty years we have witnessed the end of the cold war, the end of communism in a vast majority of nations as well as the rise of the United States to being the sole world power. But while the world has greatly changed over the past half-a-century, there has been little change in the Cuban-American relationship. Since the rise of Fidel Castro to power in the early nineteen fifties, the United States has all but cut off all relations with the Cuban government. It has now beenRead MoreEssay on Cubas Struggle For Independence1443 Words   |  6 PagesCuba the â€Å"ever faithful isle†, to the oldest colonial power and on once strongest empire on Earth. Cuba was loyal to Spain to prevent the inevitable uprising of the people. Peace and slavery prevailed over insurrection and emancipation.† pg.2 Ada Ferrer presents the atmosphere of a war that lasted 30 years only to end virtually back to the beginning under a new master. (U.S. Occupation) The struggle for inde pendence was embedded in a deep vision of nationalism. Where race took a back seat to theRead MoreCub The Most Beautiful Thing Human Eyes963 Words   |  4 Pages Cuba How would you like to travel to the wonderful country of Cuba? Christopher Columbus described it as the most beautiful thing human eyes have ever seen! Along with its rich culture, Cuba also has an aggressive history, flat geography, harsh government, rich culture, and a poor economy. First, Cuba is known for having an aggressive history. During Cuba’s beginning, Christopher Columbus landed in Cuba in 1492. Many years later there was a measles outbreak in 1529 which killed most of the populationRead MoreCuba1197 Words   |  5 PagesCuba Country Profile International Business Cuba is an island in the Caribbean. (Discuss its culture) The island is located only 90 miles from Florida and is alligator-shaped. Its the biggest island in the Caribbean. The total population is 11,061.886. Its official language is Spanish, and 95% Cubans are Roman Catholic. The major ethnic groups include mulattos, which consist of 51% of the population. The remaining groups include 37% ofRead MoreCuban Missile Crisis : The End Of The World1647 Words   |  7 Pageshowever, look at just in that timeframe. There are events including the Cuban Revolution that lead up to the United States losing their ties with Cuba. The Bay of Pigs invasion was an unsuccessful attempt to remove Fidel Castro from power in Cuba that ultimately hurt the United States more than it helped. After the failed Bay of Pigs invasion, Castro’s relation with the Russians was strengthened because it was then that Castro announced that Cuba would become a Socialist Republic. President JohnRead MoreSPANISH WAR1105 Words   |  5 Pagesabout the causes, consequences, and impact of the event or person upon American history. Use correct spelling, grammar, and punctuation in your report. On April 25, 1898 the United States declared war on Spain following the sinking of the Battleship Maine in Havana harbor on February 15, 1898. The war ended with the signing of the Treaty of Paris on December 10, 1898. As a result Spain lost its control over the remains of its overseas empire -- Cuba, Puerto Rico, the Philippines Islands, Guam, and

Sports Comparing Them to Now and in the Early 1920’s Free Essays

Hi my name is Gilbert I was born on September 7th, 1901 and play baseball for the Yankees. I have now been playing on the Yankees for 7 years, since 1921. Baseball for America is our most popular sport and everybody watches it. We will write a custom essay sample on Sports Comparing Them to Now and in the Early 1920’s or any similar topic only for you Order Now It is what everybody does and follows their players and team. We players are very skilled and this all comes to us naturally through hard work and effort. We don’t play this game for money and fame; we do it because we love it and put so much passion into it. Hi my name is Peyton Manning I play quarterback for the Denver Broncos. I chose to play here because I got offered to pay the most here. I also decided to play here because the division is going to be easy and I figured it would be easy to win. Football is a great game because it is the sport now that everybody loves in Americas, people love going to games and following their teams and doing stuff like fantasy football. Football takes a lot of skill effort but now days it is driven by money and fame. The similarities in the two stories is that both sports take a lot of effort and skill, the two sports were Americas most popular sport at the time, and lastly both were players that played on the teams. The differences is that the most popular sport used to be baseball now it is football, the players don’t just do it cause they love it, they do it for money and fame. Also some more differences is back in the day players did it naturally and now a lot of times today they use steroids. How to cite Sports Comparing Them to Now and in the Early 1920’s, Papers

Disney Princesses free essay sample

The Disney Princesses are not just some girly animated characters that only seems appealing to children. Each Disney Princess story delivers an important message to the viewer. The princesses are like the symbol that represents each message. For example, Cinderella is a kind, smart, and determined girl. She does all the chores in the house, never complained and never gave up her dream. As gratitude of her hard work and determination, her fairy godmother appeared and helped her accomplish her dream. The message/moral of this story is that â€Å"as long as you are kind natured and a truly good person, your dreams will come true†. It is not childish to like Disney Princesses because they can teach you an important lesson that may be beneficial to you in the future. They can help you expand your imagination and creativity because they are about childhood dreams and life lessons. â€Å"Keep dreaming for the life you desire, innovate, strive. We will write a custom essay sample on Disney Princesses or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Be persistent. Let the princesses remind you of the never dying will; which would ultimately allow you to obtain what youve always wished for. †

Marines Essays - Military Education And Training,

Marines Being a Marine is the most challenging and rewarding responsibility a person could face. It is a known fact that the Marines have the toughest and most difficulty training course in the world. Men and women from all over the world try their abilities of strength and courage to see what life can throw at them, and what it is to be a true Marine(Conner). The United States Marine mental and moral qualities have been tested throughout history. Through the long history of the Marine Corps there are examples, both in war and in peace, of such qualities as versatility, trustworthiness, singleness and tenacity of purpose, courage, faithfulness, and self-sacrifice (Marines Welcome). On November 10, 1775, the Continental Congress meeting in Philadelphia passed a resolution stating that "two Battalions of Marines be raised" for service as landing forces with the fleet. This resolution, established the Continental Marines and marked the birth date of the United States Marine Corps. Serving on land and at sea, these first Marines distinguished themselves in a number of important operations, including their first amphibious raid into the Bahamas in March 1776, under the command of Captain (later Major) Samuel Nicholas. Nicholas, the first commissioned officer in the Continental Marines, remained the senior Marine officer throughout the American Revolution and is considered to be the first Marine Commandant. The Treaty of Paris in April 1783 brought an end to the Revolutionary War and as the last of the Navy's ships were sold, the Continental Navy and Marines went out of existence. Following the Revolutionary War and the formal re-establishment of the Marine Corps on 11 July 1798, Marines saw action in the quasi-war with France, landed in Santo Domingo, and took part in many operations against the Barbary pirates along the "Shores of Tripoli". Marines participated in numerous naval operations during the War of 1812, as well as participating in the defense of Washington at Bladensburg, Maryland, and fought alongside Andrew Jackson in the defeat of the British at New Orleans. The decades following the War of 1812 saw the Marines protecting American interests around the world, in the Caribbean, at the Falkland Islands, Sumatra and off the coast of West Africa, and also close to home in the operations against the Seminole Indians in Florida. During the Mexican War (1846-1848), Marines seized enemy seaports on both the Gulf and Pacific coasts. A battalion of Marines joined General Scott's army at Pueblo and fought all the way to the "Halls of Montezuma," Mexico City. Marines also served ashore and afloat in the Civil War (1861-1865). Although most service was with the Navy, a battalion fought at Bull Run and other units saw action with the blockading squadrons and at Cape Hatteras, New Orleans, Charleston, and Fort Fisher. The last third of the 19th century saw Marines making numerous landings throughout the world, especially in the Orient and in the Caribbean area (History and Museums ). The Marines continue to serve the nation from all parts of the globe. In tradition, the world famed the Marine Corps has the important role of being the " force in readiness" to help keep the peace throughout the world (Marine Corps 44) The Marine Corps Recruit Depot is at Parris Island, South Carolina where it all began. It was organized by Brigadier General Wallace M. Greene Jr. The Recruit Training Regiment was organized to control all activities dealing with training the male recruits. Parris Island was not only for the male recruits, but women Marines had a big part on the island also. It became the permanent basic training site for all women marines. (Continental 23) The Regiment consists of the first, Second, Third, and Forth (Women's) Battalions and weapons battalion. In addition to training the recruits, it has a Drill Instructors School and NCO School. Command of the Head quarters and Service Battalion has all the support units and schools to train. Parris Island not only has the regiments to command, but it has been known for the progress mainly along the military lines. It keeps its pace with advances in the art of training recruits, making one of the most efficient and picturesque military reservations in the world. Parris Island stands proud of its heritage, satisfied with the accomplishments and is ready to face future challenges. (Marine Corps 29) Now that we know the history of how the Marines began, we can start on the training course part. As soon as the Recruits arrive at Parris Island, The military starts processing each person. Shortly after that the Sergeants

Pride and Pejudice essays

Pride and Pejudice essays In Jane Austen's novel, Pride and Prejudice, she created a realistic family image, by introducing some of the imperfections that many families encounter. The Bennet family, consisting of five daughters, a marriage obsessed mother, and an unhappily married father, contain many of these difficulties. Throughout the love, joy, heartache and pain, which evolved from the series of events the Bennet family encountered, one character in particular, Miss Elizabeth Bennet, viewed her family from another perspective. Elizabeth Bennet, though a very loving and respectable woman, had developed a rather poor opinion of her family: "Had Elizabeth's opinion been all drawn from her own family, she could not have formed a very pleasing picture of conjugal felicity or domestic comfort"(Pg. 209). As the second daughter of her family, Elizabeth had to deal with the many discomforts of being a daughter of five. Though Elizabeth loved her sisters dearly, she found it difficult not to see the differences between them, and in turn, each of their actions contributed to her perspective of her family. One sister in particular, Miss Lydia Bennet, caused Elizabeth the greatest concern. Lydia was a " self-willed and careless"(Pg.189) individual that cared only about men and marriage. As one of the youngest sisters, Lydia felt neglected from the opportunities her eldest sisters received. In turn, Lydia became the flirt of the family, causing embarrassment not only to herself, but as well to her family. When L ydia eloped to London, Elizabeth feared that the source of her behavior was derived from the negative behavior of her parents. Not only did Elizabeth fear for Lydia's sake, she feared as well for her other sister, Catherine, who was under the direct influence of Lydia: "Catherine, weak-spirited, irritable, and completely under Lydia's guidance"(Pg.189). While "supported by their mother's indulgence"(Pg.189), the two "ignorant, ...

A Vine on the House

The words Mr. Harding expressed and the reality of the situation were two complete opposites. He kept a secret of his wife’s â€Å"disappearance† and also picked up everything and left, leaving no signs behind, leading to believe he was very secretive and suspicious. Secrets are kept in every household, things that could kill if it was leaked. I feel like the writer’s purpose was to keep the reader guessing and inferring. This story could also be an account of his life and a cry for help. Mr. Bierce grew up in a troubled family. His two sons died early on and he found out about his wife’s infidelity. This could be his way of plotting revenge on his wife. It is a cry for help because he mentions Mr. Harding disappearing, which is exactly what Bierce did a few years later. The intended audience is for those who enjoy getting goose bumps, those who seek a thrill and love being kept in the dark. It is not however for the uneasy sleeper. The main theme of this story and connection on a universal level is that in every family, there is a fair share of secrets. Everyone can relate to this one way or another because we all have issues we wished no one would find out. The Harding family as a whole must’ve had a few problems of their own. A family doesn’t just all of a sudden fall apart. It takes time to disintegrate. In the story, like in real life, it shows that there are unhappy couples out there, ones who have stopped loving each other and instead find pleasure in hurting their significant other. The Harding family is just one example of a relationship that is unhealthy, both physically and emotionally. The author has quite a few tricks up his sleeves to grasp the reader’s attention. First of all, Mr. Bierce is an expert in the suspense category. He keeps readers guessing and wondering what will happen next. For example, Mr. Harding mentions his wife went to â€Å"visit relatives† but his tone of voice allowed no further questioning. This makes me curious because he seems like he’s hiding a dark secret. He also later on flees the country, which gathers even more curiosity. Mr. Bierce describes the â€Å"haunted house† as not actually haunted, making me wonder what truly happened for it to deserve such a title. He also pulls in elements from his life. This story is loosely based on his own family matters. He could also be a â€Å"revenge† for finding out about his wife’s sinful actions. A Vine on the House has supernatural aspects but because the events were pulled from his life, it makes the story seem more realistic and feel like it could potentially be a true story. Another aspect that I enjoyed was that, yes this story is gothic, but the gothic elements were all very subtle and mind boggling but not gory. There was no mentions of diseases, a small brush on incense and only one inferred death. This gives the story a different twist to the normal classical gothic tales. The author uses foreshadowing well. He describes Mrs. Harding in detail and left her disappearance very shocking and sudden leading to her inferred murder by her husband. He also described the wine along the house as a sign of the supernatural that was partly concealed, which indicated before hand that something out of the ordinary was going to happen. These are all red flags, leading to the discovery of the vine’s unnatural root formation. I enjoyed this short story very much. It was intriguing and kept me on my toes at all times. I enjoyed the suspense and the feeling of wanting to know what happens next. The one part that I was disappointed in was that I found the part where people were witnessing the phenomenon of the tree dragged on for a long time. My interest was lost during that time. However, I really enjoyed the idea that things are never what they appear to be and words spoken could just be a slur of lies. I find that this is completely true in today’s society. People don’t always show their true colours. The part I love was the cliff-hanger ending. It makes me wonder, could this all be a coincidence or could it truly happen in real life? If it could, then it was surely explain the phenomenon of a shaking leaf on a still tree. A Vine on the House The words Mr. Harding expressed and the reality of the situation were two complete opposites. He kept a secret of his wife’s â€Å"disappearance† and also picked up everything and left, leaving no signs behind, leading to believe he was very secretive and suspicious. Secrets are kept in every household, things that could kill if it was leaked. I feel like the writer’s purpose was to keep the reader guessing and inferring. This story could also be an account of his life and a cry for help. Mr. Bierce grew up in a troubled family. His two sons died early on and he found out about his wife’s infidelity. This could be his way of plotting revenge on his wife. It is a cry for help because he mentions Mr. Harding disappearing, which is exactly what Bierce did a few years later. The intended audience is for those who enjoy getting goose bumps, those who seek a thrill and love being kept in the dark. It is not however for the uneasy sleeper. The main theme of this story and connection on a universal level is that in every family, there is a fair share of secrets. Everyone can relate to this one way or another because we all have issues we wished no one would find out. The Harding family as a whole must’ve had a few problems of their own. A family doesn’t just all of a sudden fall apart. It takes time to disintegrate. In the story, like in real life, it shows that there are unhappy couples out there, ones who have stopped loving each other and instead find pleasure in hurting their significant other. The Harding family is just one example of a relationship that is unhealthy, both physically and emotionally. The author has quite a few tricks up his sleeves to grasp the reader’s attention. First of all, Mr. Bierce is an expert in the suspense category. He keeps readers guessing and wondering what will happen next. For example, Mr. Harding mentions his wife went to â€Å"visit relatives† but his tone of voice allowed no further questioning. This makes me curious because he seems like he’s hiding a dark secret. He also later on flees the country, which gathers even more curiosity. Mr. Bierce describes the â€Å"haunted house† as not actually haunted, making me wonder what truly happened for it to deserve such a title. He also pulls in elements from his life. This story is loosely based on his own family matters. He could also be a â€Å"revenge† for finding out about his wife’s sinful actions. A Vine on the House has supernatural aspects but because the events were pulled from his life, it makes the story seem more realistic and feel like it could potentially be a true story. Another aspect that I enjoyed was that, yes this story is gothic, but the gothic elements were all very subtle and mind boggling but not gory. There was no mentions of diseases, a small brush on incense and only one inferred death. This gives the story a different twist to the normal classical gothic tales. The author uses foreshadowing well. He describes Mrs. Harding in detail and left her disappearance very shocking and sudden leading to her inferred murder by her husband. He also described the wine along the house as a sign of the supernatural that was partly concealed, which indicated before hand that something out of the ordinary was going to happen. These are all red flags, leading to the discovery of the vine’s unnatural root formation. I enjoyed this short story very much. It was intriguing and kept me on my toes at all times. I enjoyed the suspense and the feeling of wanting to know what happens next. The one part that I was disappointed in was that I found the part where people were witnessing the phenomenon of the tree dragged on for a long time. My interest was lost during that time. However, I really enjoyed the idea that things are never what they appear to be and words spoken could just be a slur of lies. I find that this is completely true in today’s society. People don’t always show their true colours. The part I love was the cliff-hanger ending. It makes me wonder, could this all be a coincidence or could it truly happen in real life? If it could, then it was surely explain the phenomenon of a shaking leaf on a still tree.

My Writing Skills Essay Example | Topics and Well Written Essays - 250 words

My Writing Skills - Essay Example I am well aware that attaining higher education requires a lot of writing. Although I never experienced writing before in a higher level other than those required in school, such requirement does not present itself to me as something I have to far but a challenge that I must face. I may not be very good with my communication skills both orally or in the written form but I believe that such is the very thing I need for me to improve my communication skills. I have always feared having written reports because I know I am not good in articulating the things I really want to express but then I now see the mistakes I have committed. Running away from such responsibilities are not helping me at all. I refused to learn by doing the things I needed to do so now I would like to do my own papers so I could improve on my writing skills. I believe there is a wide room for me to improve myself so I am changing my way of thinking and my attitude towards writing. I think writing, like any other tas k is perfected only by practicing it though I must admit that I would need to work harder than my fellow students. One of the things I think would help me in my writing is to read a lot and listen intently to native speakers on how they express themselves through words so that I would be able to increase my vocabulary as well.

Hurricane Katrina Rescue Efforts Term Paper Example | Topics and Well Written Essays - 750 words

Hurricane Katrina Rescue Efforts - Term Paper Example On 25th August 2005, the landfall took place in Florida and was estimated to be of category 1. As it was moving towards the tip of Florida winds were observed to lower down but then it again gained the force when it moved ahead to Mexico. Increased force was observed through the movement of Katrina as it was travelling towards west and then North. The conditions of atmosphere and surface of the sea turned the storm into a disastrous hurricane by 26th afternoon. The force of the hurricane continued and attained utmost wind speed on 28TH August and further reached to the category 4 level when reached to south on 29th August regardless of dry air.(Vigdor 136) Hurricane Katrina-The Impacts Hurricane Katrina was one of the strongest storms in United States thus it caused extraordinary terrible destructions all over the states of the Gulf Coast. Loss of Life When the first landfall of Katrina took place its strength was of category 1and 11 deaths were noted at that time. It then extended t o category 5 where actual number of deaths is still unknown but reported 1836 by some reports. While 705 people are reportedly missing since then. (Petterson 645) Floods The blend of tough winds, storm and heavy rains caused crack in the earthen levee leaving New Orleans under 20ft of flood water. Other cities also face about 20-30ft of flood till days after the landfall. (Petterson 648) Economy Oil industry faced a lot of distraction because the oil assembly in Mexico was abridged by 95% per day due to which gasoline prices reached its peak. On the other hand people lost their properties too and it was reported that $81 billion is the cost of property scratches. Thousands of people were left unemployed after the Hurricane.(Petterson 651) Power Loss More than 1.7 million citizens were facing power shortage till several weeks and it was not possible to repair it due to the effects of disastrous hurricane.(Petterson 653) Loss of Infrastructure Katrina Hurricane caused airports to be f looded, bridges were destroyed, small roads were underwater and highways were not in a condition to be crossed. The condition was unbearable and people were badly stuck as there was no way out. (Petterson 655) Hurricane Katrina-Relief Efforts United States’ Government, people of United States and the Governments of other countries jointly participated in the relief efforts of the Hurricane. More than ten thousand volunteers served not only at the time of rescuing people but even after the hurricane when shelters were set up in many states for the effected people. More than 15000 people were houseless and needed shelter and food. (Vigdor 137) At the time of landfall around 34000 people were rescued in New Orleans by the Coast Guard, citizens’ leaded boats and tendered shelter, water and food to the people.(Vigdor 139). Federal Emergency Management was however not well prepared for the disaster but prepared shelters in various states for the refugees later on and made al l possible efforts in order to fulfill their needs. Donations were provided by more than 70 countries across the world in order to provide relief assistance to the effected people. The largest donation of $500 million was made by the government of Qatar while others also contributed whole heartedly. (Vigdor 149). Disaster Medical Assistance Team was formed in Atlanta and Houston.

Louis and Crusade Essay Example for Free

Louis and Crusade Essay Manuel saw the crusade as an inconvenience as it prevented him from his plans to attack Sicily, this resulted in him giving the crusade little acknowledgement. Another factor was that the Byzantium emperor had an understanding with the Turks as well as an alliance with the Sultan of Rum. All this would be under threat if he was to help the crusade so it made more sense to give the franks directions rather than supplies as this would anger the turks and could possibly start a war. Also, during the first crusade Baldwin and Bohemond refused to restore territory to the Byzantine emperor so this removed any interest he may have had in aiding the crusade. The pillaging Greek towns led to Manuel refusing to provide supplies top aid his troops alone. This then led to Christians fighting amongst each other which then led to a weaker overall Crusader force, which resulted in the crusade lacking man power and strength. The fact that 90% of troops were wiped out at Dorylaeum certainly had an impact on the failure of the crusade as this reduced the amount of troops on the crusade significantly. This was due to the lack of aid and ships from the Byzantine Emperor Manuel, which then led to more troops having to travel by foot. As a result of this many troops were lost to disease as well as being sabotaged by the Turks. Overall the lack of aid from the Byzantine emperor resulted in loss of troops which then led to lack of man power on the crusade . If the Byzantium’s would have sent help and aid to the crusade, it would have meant many more troops would have survived making the crusader stronger and making them a much more powerful force. Furthermore, the strong muslim unity was also to blame partially for the crusader failure. A reason for this was that the promotion of Jihad by Zengi and Nurreddin gave Muslims the power needed for them to strive and determined to takeover the states the Franks. Another reason for the failure was that the leaders lacked the dedication they had for the first crusade, this then resulted in the troops also lacking enthusiasm meaning the manpower was at a significantly low level during the second crusade. Also, ‘crusade’ meant a variety of different things to different religious groups. One thing they all had in common was they all desired a spiritual reward in return for their service, not to save the East. This meant the crusaders had the wrong frame of mind to begin. This effected on the impact of the troops and the progress of the crusade as it lacked the desire to complete the crusade. Divisions in the East meant that Louis lost support of Raymond of Tripoli and Jocelyn as these remained in the North. This effected to supplies and aid that these leaders could have supplied. As well as aid they could have supplied troops which would have made the crusade much stronger as a whole. Finally, the attack on Damascus played potentially a big part in the failure as it produced more divisions. This was due to the fact it was a politically neutral area. It was also allied to Jerusalem. The attack resulted in the Muslims uniting further making the made it more difficult for the crusade to be complete as Nuredin barred the gates after the appeal from Damascus. This decision resulted in the crusade becoming a weaker force as the Muslim forces were becoming more united and stronger resulting in them having more man power. The final reasons for the failure of the crusade were the mistakes made by Louis VII and how they effected the overall progression of the crusade. Firstly, Louis had an unclear focus of going on the crusade. He was reluctant to embark at fist which meant he didn’t have much belief in the outcomes himself. He went to seek repentance for the massacre he had committed at Vitry, so just like most of the crusaders he was not focused on saving the East he was looking for a spiritual reward. He also failed to swear fealty to Manuel after attacking the Greeks. This resulted in the Byzantium’s refusing to send aid to Louis after he had asked. The little help from the Byzantium’s meant that the crusade lacked the aid and support they needed to keep a large amount of their soldiers alive. This resulted in high death rates, decreasing number of troops and lack of man power. Overall Louis lacked the qualities of a leader he had poor organisation and preparation skills as well as the lack of decision making. When he decided to travel to Antioch by sea he didn’t have the supplies to do this effectively. This meant he lost a large number of troops before even getting to the location. His poor decision making resulted in division of his own army as no one could decide on group decisions etc. This meant that the troops were not working as a team so the frame of mind was not there for them to succeed and complete the crusade. His personal life also had an effect on the crusade. He was more interested in his personal dislikes and relationship than those of the affair. This meant his decisions weren’t based on what was best for the success of the crusade but what was best for him and his personal aspects of his own life. This shows he did not prioritise the crusade so he lacked the enthusiasm that would have rubbed off onto his troops. Finally, when he attacked Damascus he lost the only Muslim ally of the Crusader states. This meant he lost out on supplies and aid the city would have provided as well as uniting the Muslim states even more. In conclusion, all three points had some sort of effect on the failure of the 2nd crusade but the most important was certainly Louis VII lack of leadership and enthusiasm to the crusade. If he would have planned the route and prioritised the crusade he would have gained the help from the Byzantines. He made many wrong decisions that affected the failure because if he hadn’t of attacked Damascus he wouldn’t have lost the only Muslim ally to the Crusader states. His lack of enthusiasm meant the crusade didn’t have a specific motive or aim which meant that the crusaders were not as interested or dedicated to completing the crusade. His lack of organisation resulted in stronger forces of the muslims which resulted with his force being much weaker than those he was crusading against. If a dedicated leader would have led the 2nd crusade it would have been a much greater success as it would have been planned and organised.

Historical Themes of Garcia Marquezs One Hundred Years of Solitude

Historical Themes of Garcia Marquez's One Hundred Years of Solitude  Ã‚      Garcia Marquez has said that "One Hundred Years of Solitude is not a history of Latin America, it is a metaphor for Latin America" (Dreifus 1983:1974). The historical themes include conquest and colonization, settlement and scientific discovery, civil wars, foreign economic intervention, technological change, and finally the decay and disappearance of a long-established way of life. The original Spanish conquest is alluded to when, in the first chapter, Jose Arcadio Buendia finds an old suit of armor and the remains of a galleon, mysteriously stranded several kilometers from the sea. The early Spanish colonization and the devastating pirate raids of the English sailor, Sir Francis Drake, are referred to in the second chapter. Subsequently, no more is made of this theme. Pioneer settlement is the real beginning of the story of Macondo. It is at first "a village of twenty houses of mud and canestalks on the bank of a diaphanous river. . . . The world was so new, many things did not have names, and to mention them one had to point with a finger." (71) Just so: when the real pioneer families made their first crude homes in the forests of the Americas, they found many things-plants, animals, minerals - they had never seen before and for which they had no names. That was one reason Europeans referred to the western hemisphere lands as the New World. Typical of such villages, which were established on the banks of rivers in all the Spanish territories, Macondo is governed by its founder, Jose Arcadio Buendia, as a kind of village chief; Ursula, his wife, cultivates a little plot of land and the men, apparently, also hunt for food (although hunting is n... ...very rapidly. In real history, this is the period of the world-wide economic depression that began in 1929 and lasted a decade, until the beginning of World War II. Then, in the last chapter, when the last Aureliano finally leaves the house that has been his prison, we seem to be in a new kind of Macondo. There are more people around, including several who are quite unlike any we've met before and seem unrelated to the old families of Macondo. What sort of town is this that has an eccentric Catalan dealer in rare books frequented by a group of eager young writers? The town also has a drugstore, which we have never heard about before, attended by an Egyptian-eyed girl named Mercedes. It also has some new and extravagant brothels. Works Cited: Garcia Marquez, Gabriel. One Hundred Years of Solitude. Trans. Gregory Rabassa. New York: Harper Perennial, 1991.

Sociology 101 Study Guide Exam 4

Deviance 1) defining deviance is difficult and subjective (sociologists don’t agree). 2) for our purpose deviance must A) violate significant norms. B) Result in negative evaluation for reaction. 1) Conflict theory. – stress that the power elite uses the legal system to control worker and to stabilize the social order, all with the goal of keeping itself in power. The poor pose a threat, for if they rebel as a group they can dislodge members of the power elite from their place of privilege. To prevent this, the power elite makes certain that heavy penalties come down on those who’s crimes could upset the social order. 2) Functional theory- Argue that crime is a natural part of society. Stress that the sociall classes differ in opportunities for income and education, so they differ in opportunities for crime. As a result, street crime is higher among the lower social classes and white-collar crime is higher among the higher social classes. The growing crime rates of women illustrate how changing gender roles have given women more access to what sociologist call â€Å"illegitimate opportunities. † 3) Social foundations- Labeling Theory-questions who applies what label to whom, why they do this, and what happens as a result of this labeling.The significance of reputations, how they help set us on paths that propel us into deviance or that diver us away from it. Anomie Theory-concept developed by Emile Durkheim to describe an absence of clear societal norms and values. In the concept of anomie individuals lack a sense of social regulation: people feel unguided in the choices they have to make.Differential Association-a theory developed by Edwin Sutherland proposing that through interaction with others, individuals learn the values, attitudes, techniques, and motives for criminal behavior (how people learn to become criminals).Crime 1). Elements – 2). Categories- Mental illness 1) Dr. Thomas Szasz – mental illness are neither mental nor illness. They are simply problem behaviors.2) Rosenhahn study-A study done proving â€Å"it is clear that we cannot distinguish th e sane from the insane in psychiatric labels might be a solution and recommended education to make psychiatric workers more aware of the social psychology of their facilities. In this study 8 â€Å"mentally healthy† people took hallucinations attempting to gain admission to 12 different psychiatric hospitals in five different states. All were admitted and diagnosed with psychiatric disorders.After admission they acted normal again and told staff they felt fine, all were forced to admit to having t a mental illness and agree to take antipsychotic drugs as a condition of their release. All but one was diagnosed with schizophrenia. The second part of his study involved an offended hospital challenging Rosenhan to send pseudopatients to its facility, which its staff would then detect. Rosenhan agreed and in the following weeks out of 193 new patients the staff identified 41 as potential pseudopatients, with 19 of these receiving suspicion from at least 1 psychiatrist and 1 other staff member.In fact Rosenhan had sent no one to the hospital Substance Abuse1) Types of drug use-2) Social policy-3) Conflict view-Individuals and groups in society struggle to maximize their share of the limited resources that exist and are desired by humans. Given that there are limited resources, the struggle inevitably leads to conflict and competition. These struggles can lead to changes in institutions and societies as different groups come into power. Social control- The techniques and strategies for preventing deviant human behavior in any society.1) Formal- Expressed though law as statues, rules and regulations against deviant behavior. Usually carried out by those in a position of power and/or authority such as a police officer, judge, or principal of a school.2) Informal- Denominates customs, traditions, norms and other social values inherited by the individual. Informal sanctions may include ridicule, sarcasm, criticism and disapproval. In extreme cases sanctions may in clude social discrimination and exclusion. Prejudice- An attitude or prejudging, usually in a negative way.Discrimination1) Individual- Treatment or consideration of, or making a distinction in favor of or against, a person based on the race, class, group, or category to which that person or thing belongs rather than on the individual.2) Institutional- The unfair, indirect treatment of an individual embedding in the operating procedures, policies, laws, or objectives of large organizations. Can occur without conscious cause, is often subtle and nearly invisible, reinforced by the interrelationship of social institutions.Example- jobs not hiring people under the height of 5’4† which eliminates most Mexicans and women, or in other countries women aren’t allowed to participate in some religious activities or government. Post-Industrial Society- Society based on information, services, and high technology, rather than on raw materials and manufacturing.Economic System s1) Capitalism-An economic system characterized by the private ownership of the means of production, the pursuit of profit, and market competition.2) Socialism-An economic system characterized b the public ownership of the means of production, central planning, and the distribution o goods without a profit motive. Genocide- The attempt to destroy a group of people because of their presumed race or ethnicity (ethnic cleansing). Minority-People who are singled out for unequal treatment and who regard themselves as objects of collective discrimination. Plessey vs Ferguson- Decision by the US Supreme Court that confirmed the principle of â€Å"separate but equal† and minority segregation.Brown vs Board of Education-This case took on segregation within school systems, or the separation of white and black students within public schools. Up until this case, many stats had laws establishing separate schools for white students and another for blacks. This landmark case made those laws unconstitutional. This case set the foundations for the civil rights movement. Exploitation Theory- occurs when one social group is able to take for itself what is produced by another group.The concept is central to the idea of social oppression, especially from a Marxist perspective, and can also include noneconomic forms, such as he sexual exploitation of women by men under patriarchy. Amalgamation-(melting pot) all groups should combine their traditions calues and characteristics with one another to create a new group. Assimilation-The loss of a subaltern group’s native language and culture under pressure to assimilate to those of a dominant cultural group.Contact Hypothesis-This is the principle that brings people together who are in conflict (or where one is bullying the other), the conflict will subside as they get to understand one another.Power1) Authority-Power that people consider legitimate, as rightly exercised over them; also called legitimate power.2) Tradition al-Those who exercise authority do so because they continue a tradition and support the preservation and continuation of existing values and social ties. For example Queen is Head of States in Britain, a position she inherited on the basis of traditional rules of succession for the monarchy.3) Rational Legal- Those in authority give orders (and expect to be obeyed) because the office they fill gives them the right to give orders. Anyone who fills the same position has the right to issue orders. Orders are only to be obeyed if they are relevant to the situation in which they are given. Example, a teacher orders â€Å"complete your homework by Thursday† the order is expected to be obeyed, but if the same teacher asked the student to go get her milk from the store, they wouldn’t be expected to obey.4) Charismatic-People obey because of the personal qualities of the person doing the telling. Well-known charismatic figures include Jesus Christ, Hitler, and Chairman Mao. How ever, charismatic figures may arise in any social grouping and such people assume positions of authority over others on the basis of personal qualities of leadership b other group members.5) Coercive-People forced to do as they are told under threat of punishment. For example a prison or a school classroom.6) Renumerative-Power rest on the material means provided by money or some other reward which the members desire and the organization controls. Government-Political authority; a group of people who have the power to make and enforce laws for a country or area.1) Monarchy-A state or nation in which the supreme power is actually or nominally lodged in monarch. The head of state is often for life or until abdication.2) Democracy-Have the consent of the people. The officials xercising power have legitimate authority because they have been elected, and the mechanism for changing the government is through peaceful and regular elections.3) Oligarchy-Political power effectively rest with a small, elitre segment of society. Greek for â€Å" few rule†4) Totalitarianism-The state regulates nearly every aspect of public and private behavior.5) Dictatorship-A government headed by a dictator or more generally any authoritarian or totalitarian government. Power Elite-C. Wright Mill’s term for the top people in U. S. corporations, military, and political who make the nation’s major decisions. Types of Work-

Lab Results Fermenter Essay

To determine the amount of anti-microbial peptide production by Staphylococcus warneri under various conditions when 2L and 10L Fermented. To Test the effects of one uncontrolled parameters sush as pH, Temperature or dissolved Oxygen and compare findings. To produce anti-microbial activity from Staphylococcus warneri.Staphylococcus warneri is a member of bacterial genus Staphylococcus, consisting of Gram-positive bacteria with spherical cells appearing in clusters. Colonies of S. warneri are usually tan, yellow and about 2-4mm in diameter after 48 hours incubation at 35Â °C. It is commonly found as part of the skin flora on humans and animals. S. warneri rarely causes disease, but may occasionally cause infection in patients whose immune system is compromised. S. warneri is known to produce antimicrobial peptide activity in the form of Nisin. The optimum conditions for this to occur are pH 7. Nisin is a polycylic antibacterial peptide with 34 amino acid residues used as a food preservative. It is produced by bacterium and which contains antimicrobial activity and which is known as a bacteriocin. Nisin has been found to have properties that can control spoilage caused by lactic acid bacteria.

Effective Performance Management

Effective Performance Management Free Online Research Papers Performance is your reality, forget everything else. It is an immutable law in business that words are words, explanations are explanations, promises are promises- but only performance is reality. Harold S. Geneen 1910-1997, Communications executive1 Abstract The paper seeks to show that Effective Performance Management has become the core of Human Resources and is revitalizing, reenergizing and rejuvenating HR. The challenges faced by the present day organization are broadly discussed under the effectiveness of its performance management systems, which ultimately acts as a catalyst for employee engagements and their effective performance. This paper explores through its findings a new performance management system for improving overall organizational performance in general, through inventing new dimension for effective individual performances in specific. A framework is developed for the implementation of effective performance management in any organization. This paper is explicitly directed towards various parameters for energising human resources and serves interesting food for thought for the future managers dealing with performance management. Introduction Performance management, as pertaining to human resource management (HRM), is the process of delivering sustained success to organizations’ by improving capabilities of individuals and teams. It supports the philosophical principle that people and not capital provide organizations’ with a competitive advantage. However, performance management presents severe challenges in terms of practical implementation. Previous studies have largely failed to overcome many of the organizational constraints on its successful implementation. Overcoming barriers to change is especially important given their close relationship to the fulfilment of the psychological contract2 and related HRM systems (reward, development, etc.). The psychological contract construct consists of the existence of a â€Å"soft† set of expectations held by the employee, which have to be organized and managed. Within the relationship defined by these constructs, the employer and the employee inform, negoti ate, monitor and then re-negotiate (or exit) the employment relationship. Thus, if the employee feels that a performance management approach breaches or violates their psychological contract expectations this can lead to an irrevocable breakdown in the employment relationship. Careful implementation of performance tools is therefore crucial to their success as contributors to organizational development. Performance Management as a core of HR Performance appraisals, performance reviews, appraisal forms; whatever we want to call them, let’s call them gone.3 As a standalone, a performance appraisal is universally disliked, after all how many people in any organization want to hear that they were less than perfect last year or how many managers want to face the argument and diminish morale that can result from the performance appraisal process. If the true goal of the performance appraisal is employee development and organizational improvement, we consider moving to effective performance management system. There has been a paradigm shift in the focus of HR from the early days where craftspeople organized guilds using unity to improve working conditions. Companies in today’s era focus on performance of employees which in turn helps the organization’s performance. No doubt that effective performance management has become a core of HR. Performance management to support organizational change The ultimate competitive asset of any organization is its people, thus organizations should develop employee competencies in a manner aligned with the organization’s business goals. This can be achieved through performance management systems, which act as both behavioural change tool and enabler of performance management system improved organizational performance through being instrumental in driving change. This can then be institutionalized through organizational policies, systems and structures. Performance management aims to emphasize and encourage desired and valued behaviours, thus is a key tool of communication and motivation within organizations seeking a competitive edge through strategic change and control. A visionary performance management then becomes a system for translating organizational intention and ambition into action and results, delivering a strategic goal, such as behavioural change. The system also brings focus to organisational change and development, particularly regarding competencies. When competency profiles support company goals, they become instrumental in developing the human resources necessary to deliver business goals. As a result, performance management system is an important tool for communicating priorities and for providing feedback to stimulate employees to meet the new expectations. Role and importance of effective performance management system Changing individual employee behaviour lies at the heart of organizational change programmes. This is because they ignore or violate established change psychology principles. Senior management can assume that because they are ready to pro-actively embrace change, their employees will be equally pro-active. However, imposing action on employees who are not prepared results in conflict. Typically, only 20 percent of employees in organizations are prepared to take positive action in response to change initiatives. More than 70 percent of new strategic initiatives fail for this reason.4 Thus, to be successful in shaping behaviour, performance management systems must achieve acceptance by those being â€Å"managed†. Modern organizations need to respond more effectively to changing external and internal environments, and organizational learning has become an important strategic focus. By anticipating and responding to changes in the environment through proactive learning interventions, some organizations are evolving into learning organizations. Nonetheless, the question of how to best transform behaviours through organizational learning and development remains. In reality, many change initiatives fail because either organizational culture is not ready to change at that time, or because they do not anticipate the impact of change on human systems. Initiatives in the latter category typically result in resistance and ultimately failure of the change initiative. As mentioned earlier, one method that organizations can use to affect employee competencies in a manner aligned with the organization’s change is to develop robust performance management systems. Analysis of performance management in terms of key result areas KRA’s refer to general areas of outcomes or outputs for which a role is responsible. The KRA’s should be clearly defined. Once, the KRA’s are defined the individual can chart a process to achieve the KRA’s. KRA’s are also known as Key Work Output’s (KWO’s). An effective performance management system can facilitate change and innovation by both demonstrating their relationship with the overall strategy, and by supporting and monitoring the progress towards achieving the ultimate goal. It is therefore a crucially important tool for communicating priorities and for providing feedback on employees’ contributions towards achieving organizational goals. The purpose of the performance management system is to ensure that the work performed by employees is in accordance with the established objectives of the company. Employees should have a clear understanding of the quality and quantity of work expected from them and simultaneously receives ongoing information about how effectively they are standing as to the standards/benchmarks. Opportunities for employee development are identified and employee performance that does not meet standards are appropriately addressed. Moreover an operative performance management system consists of a process for communicating employee performance expectations, maintaining performance management dialogues and conducting annual performance appraisals. It is a procedure for encouraging and facilitating employee development and resolving performance pay disputes. Performance management system serves a strategic purpose because they help link employee activities with the organization’s mission and goals.5 It serves as a basis for employment decisions to promote outstanding performers, to train, transfer or discipline others, and to award merit increases. Data regarding employee performance can serve as criteria in HR research. They can help establish objectives for training programs. Finally, performance management system allows organizations to keep proper records to document HR decisions and legal requirements. A website research 6 conducted on BSE listed companies revealed the four key result areas that are critical for any performance management system and how each of these areas which has a number of dimensions, can be measured by key performance indicators. The four key result areas are as follows: I. Developing external relationship: The PMS should consider the three key performance indicators while considering employee performance to achieve the KRA of developing external relationship: firstly, contractual agreements i.e. managing policy and procedures for agreements which are implemented and reviewed annually and handling major research contracts renewed with stakeholders. Secondly, to create new strategic alliances such as its success can be measured by reviewing annually the number of competitor or collaborator analysis undertaken and new collaborations established and developed and finally to develop lines of communication such as quarterly reviewing, the visits made by the shareholders and information about research and education activities provided to stakeholders in written and electronic format. Communicating this Idea to employees and evaluating their commitment levels through structured parameters will help in achieving organisational objective. II. Building organisational capabilities: Similarly, PMS has to also consider dimensions such as to attract and retain the right people i.e. to review annually so as to identify and resolve gaps in the performance of the leaders and provide and implement strategic, analysis based advice performance management system for all staffs. Secondly, the system fosters a value driven culture which includes code of conduct developed around share values, rewarding employees and implementing a recognition system to reinforce culture. Finally, it creates a supportive structure and systems which includes implementation of most effective organisational structure, reviewing annually the policies, systems and procedural documented. This KRA will finally contribute towards enhancing skill based performance for quality work. III. Taking a selective and focussed approach: The PMS should check the employee’s work focus which can be measured by reviewing annually the service level agreements and how these agreements are benefiting the key stakeholders. In the light of this KRA the employees are able to meet up to the expectations of their job description and accordingly see and evaluate their respective performances as a transparent system. IV. Maintaining quality research, service and education output: The last key area helps to ensure relevance to the organisation’s mission by consistent work with strategic direction and available skills. Performance management can be measured through milestones achieved. Also, it measures work impact which can in turn be measured through new knowledge that is being published or presented, identification of changes to policies or practices and finally customer satisfaction which can be measured with the help of surveys conducted. This will contribute towards managing talent in the organisation and exploring opportunities for potential employees and also for succession planning. BARRIERS TO IMPLEMENTING EFFECTIVE PERFORMANCE MANAGEMENT SYSTEMS7:- 1. Organizational Barriers – Variations in performance within systems may be due to common causes or special causes. Common causes are faults that are built into the system due to prior decisions, defects in materials, flaws in the design of the system, or some other managerial shortcoming. Special causes are those attributable to a particular event, a particular operator, or a subgroup within the system. 2. Political Barriers – Political considerations are organizational facts of life. Appraisals take place in an organisational environment that is anything but completely rational, straight-forward, or dispassionate. It appears that achieving accuracy in appraisal is less important to managers than motivating and rewarding their subordinates. Many managers will not allow excessively accurate ratings to cause problems for themselves. 3. Interpersonal Barriers – Interpersonal barriers also may hinder the performance management process. Because of a lack of communication, employees may think they are being judged according to one set of standards when their superiors actually use different ones. Furthermore, supervisors often delay or resist making face-to-face appraisals. Rather than confronting substandard performers with low ratings, negative feed-back, and below-average salary increases, supervisors often find it easier to â€Å"damn with faint praise† by giving average or above-average salary ratings to inferior performers. Performance Managers Performance managers 8 can improve on a performance measurement system, as objectively as possible, upon discussion with the line managers. They need to clearly define the role for each position in the organisation, and communicate the positions to the new entrants respectively. They may formulate a reward system that is in tune with industry standards, and companys retention and performance strategy, and take local and overseas opportunities as factors of consideration. As facilitators of training and development activities, they may identify their teams’ individual training needs which may involve technological, behavioural or cross-cultural contents. As career counsellors, they may develop different career paths technical or managerial, and attempt to satisfy the needs of the employees. ANALYSIS of a few sectors in India Inc. This research mainly covered the facts of effective performance management and the ways in which PMS is rejuvenating HR. HR across industries is getting a facelift and PMS is playing the most crucial role. Companies strive to align the employee’s personal goals and organizational goals to achieve high performance for both organization and employee. a) PwC Advisory, help leaders anticipate, create, and manage change through effective strategy execution via: Business transformation. Improving business processes. Respond to crises. Combine the discipline of a public accounting firm with the creativity of a consultant. Focus on action, impact and value. These are a few of distinctive things which PwC does, the core belief of PwC HR services are shown in this diagram below:- Integrating these three core values PwC has designed a.) Complete performance management framework which is not only applied in PwC, but also given as consultancy under human resource services for implementation in those organizations. b) The construction industry represents an interesting sector within which to explore organizational initiatives because, as one of the most established project-based sectors, it is subject to frequent change. The industry is currently being challenged to improve its performance by benchmarking its performance against other sectors and developing strategic approaches to align organizational and supply chain processes. Within construction, fragmentation and institutionally grounded vested interests have stymied performance improvement and limited the impact of HRM mechanisms used successfully in other sectors. Performance management, it is the processes involved in change that are crucial rather than the quality of the system per se which is being now understood in the construction industry. A case study finding suggests that the most important factor in a successful strategic initiative is the attitude of those affected and that has what has to change in construction industry. Commit ment and motivation are crucial to the success of a new initiative and the organization must introduce hard procedures to support them. On the basis of a research done by ABC consultancies, a new implementation framework has been developed for effective performance management system. This comprises an amalgam of practices drawn from a range of studies presenting prerequisites for the success of new initiatives responding to the barriers in the industry. The key components of this strategy are:- Support and leadership: Whether employees have the time and resources for improvement efforts. Strategic planning: The new strategy should be consistent with the overall strategic direction of the company and appropriate to the market conditions. Planning the implementation: Operational planning, Resource allocation. Appropriate training and education: Help employees to understand what is going on and why. Monitoring and evaluation: Control and feedback. c) â€Å"The Indian IT industry has set an exceptionally high standard with regard to workplace and employee practices. With the continued growth and rapid evolution of the industry, as well as the changing aspirations of its young workforce, IT companies small or large will have to constantly look at innovation to excel as employers,† said Kiran Karnik, president, Nasscom, in a statement. Small and medium-sized IT and business outsourcing companies are constantly looking at adopting best practices such as innovative performance appraisal system, individual career development programmes and recreational activities, to make themselves more attractive to employees in a fiercely competitive market, says a survey on exciting emerging companies in India conducted by the National Association of Software and Services Companies (Nasscom). Corbus, for instance, has been conducting a bi-annual anonymous survey called Chetna for the past six years to find out from its employees their perception on all facets of organisation including HR, finance, administration, leadership and communication. At the BPO company, which has seen its attrition rate coming down to 8% from 28% last year, employees are encouraged to post their feedback anonymously, which is taken up by teams that can address it the best. By creatively designing the total reward package towards more short-term incentives and benefits, and linking the package to performance, companies can ensure that they get higher productivity without hefty increases in salary costs and minimise attrition costs at the same time. The general parameters for the measurement of employees’ performance in BPO’s are: Speed i.e. process performance, Accuracy and Productivity of each process, Although the measuring parameters are different for employees at different level, but the general classification of the above mentioned parameters for â€Å"Customer care Executives† and â€Å"Team leaders† are as follows: Average Call Value (the sales made or the revenue collected etc.) Time and cost per call Average Handling Time (talk time and after call wrap up) Adherence to Schedule (availability to take calls etc.) Percentage of abandoned calls Discipline Attendance According to a recent survey – â€Å"The Pay for Performance can be as much as 22% of the salary.† Thus, good performance is highly rated in the IT and BPO industry. Recommendations for effective performance management:- 1) Senior management should show commitment – The process of performance management within the company lacks participation and benefits none without active senior management support and leadership. 2) Employee resistance should be kept minimal – PMS is made for aligning the goals of employee and the organization, thus, effective performance management system is only going to be effective when employees understand the importance of performance management system in their own careers. 3) Training infrastructure and capacity building programs – Surprisingly, given the level of resources provided for the rollout of the new performance management system, employees at every level of the organization appear to lack the necessary knowledge and skills required for their particular contribution to the system. 4) Benchmarking – Effective performance management can only be sustained when the performances are compared with the standards set in the organization and as this is done on a continuous basis, this leads to improvement of performance and brings it closer to the benchmark set by the organization. 5) 3rd axis measurement – If performance is to be measured on a two axis system, organizational goals and employee performance for these goals respectively, then a 3rd axis also needs to be measured which is employee’s personal goals, because then only performance can be measured in true terms. Conclusion: We conclude the research by stressing effective performance management is a key tool of communication and motivation within organizations seeking a competitive edge through strategic change and control. The framework for performance management system design has its core element as improving individual performance in accordance with the organization’s performance, keeping in mind employee’s personal goals. Overcoming barriers to change through winning the psychological battle of employee involvement by effective performance and evaluating parameters has become the need of the hour. The KRA’s that determine the effectiveness of a PMS are, Developing external relationship Communicating this Idea to employees and evaluating their commitment levels through structured parameters will help in achieving organisational objective. Building organisational capabilities This KRA contributes in enhancing skill based performance for quality work. Taking a selective and focussed approach and maintaining quality research – This KRA provides a transparent system for evaluation of employee performance in terms of job description. Service and education output – This KRA contributes in managing talent in the organization. The afore said KRAs as discussed in full length are only suggestive in nature .The final implementation may be based on some primary research over the aforesaid parameters so that its contribution may ultimately result into epitomizing performance for establishing a cognitive environment. References:- 1. think.exist.com 2. Mei-I Cheng De Montfort University, Implementing a new performance management system within a project-based organization -A case study. 3. about.com/humanresources. 4. trackers.in 5. Wayne F. Cascio and Herman Aguinis, Applied Psychology in Human Resources Management – sixth edition/ (CH-5) P-83 6. Wayne F. Cascio and Herman Aguinis, Applied Psychology in Human Resources Management – sixth edition/ (CH-5) P-85 7. ibm.com/services/strategy/industries/chemicals. 8. pwc.com/ng/PwC Nigeria – HRS brochure. 9. Stefanescu, Andy, University of Craiova, Faculty of Economics and Business, MPRA paper- Business intelligence, improving performance of reengineering project. 10. itpeopleindia.com/ Performance factors in India. 11. David Moore The Robert Gordon University, Scott Sutherland School, Aberdeen, UK, Implementing a new performance management system within a project-based organization-A case study. Research Papers on Effective Performance ManagementThe Project Managment Office SystemOpen Architechture a white paperIncorporating Risk and Uncertainty Factor in CapitalBionic Assembly System: A New Concept of SelfAnalysis of Ebay Expanding into AsiaDefinition of Export QuotasPETSTEL analysis of IndiaStandardized TestingAnalysis Of A Cosmetics AdvertisementComparison: Letter from Birmingham and Crito

Humanness in the Film Nell Essay Example | Topics and Well Written Essays - 1000 words

Humanness in the Film Nell - Essay Example This sets her apart from the rest of the â€Å"civilized world.† Yet despite the difficulties in accepting and adapting to the new world she faces, despite the recent loss she experienced, despite the loss of the feeling of belonging, Nell still manages to push herself to learn to at least understand the new surroundings she is brought into. This presents viewers with several issues about the development of an individual as a human, and how the people react to things that are beyond the norms of the society. While one may obviously focus on the character of Nell to provide answers to these questions, one should also consider that while Nell portrays several qualities of a human despite being â€Å"superficially† different, the two doctors, Jerry and Paula, represent the society's standards of what it takes to be human. There is a general consensus that for an individual to be considered human, one 1) should know proper socialization; 2) should display proper nature and nurture, and; 3) should be able to blend well within a society through common language and set of values. It is interesting that despite Nell displaying these three major characteristics, society still views her as â€Å"abnormal,† and this is despite the society's grandstanding about diversity. Nell obviously possesses proper socialization, proper nature and nurture, and the ability to blend within a society through common language and set of values --- and despite these qualities being different from what is considered standard, Nell is human and society should view her as such. Nell knows proper socialization. According to the observations and findings of Dr. Lovell and Dr. Olsen, Nell's â€Å"personal† language is a product of her life-long interaction with her now deceased mother and twin sister. Nell's language is English, and just appears to be a bit gibberish because she adapted her mother's aphasic words due to the paralysis of half of her face after suffering from a stroke. Even though the bigger society may not see this as the most common example of proper interaction, the way Nell was able to fully integrate herself in the lives of the only two people she has ever known is already a presentation of her ability to socialize. Furthermore, even when presented with a new environment when the two doctors who are trying to help her first bring her to town, she is immediately able to befriend the sheriff's depressed wife. Even though society may still see these interactions as too limited to really show Nell's social skills, it does not necessarily mean that society's standards should be the benchmark for everything. It is clear that Nell is able to â€Å"attempt† to communicate to other â€Å"humans† who are obviously, to speak in scientific terms, of the same species as her --- which is somewhat a sure display of her unspoken awareness, and acknowledgment that yes, she is human, and yes she can try further. Nell displays prop er nature and nurture. When Nell shows how she treats her twin sister's remains with love, respect, and emotion, one can easily see how human she is. No other species in this planet can show such natural attachment of emotions to a family aside from humans. In addition, when one pays attention to her mental flashbacks, it is obvious that she was nurtured well even within just a small family since Nell's memories of her dead mother and sister are so fondly remembered even when she is already in a different world. Nell is also able to trust a person who shows her concern,

Create a staffing plan for a job position Essay

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Changes And Force Field Analysis Management Essay

Changes And Force Field Analysis Management Essay My bank is a medium type bank. A new change was introduced during the years 1990 and 2003. The changes introduced to the bank are as followers. The first one was bottom-up-approach and the second was top-down-approach. Senior executives of the bank convinced that it was the right time to bring the change for the benefaction of the bank. Therefore, they introduced quality improvement program, which could reduce cost, by using the existing staff to improve quality and customer service. They brought consultants from abroad. Top level believed that the middle level could enlighten the bottom level employees. However, both the approaches for implementing change failed. Some employees could not accept the new change; the workload was increased and when the new ideas were introduced to the middle management level, there was no response. The senior management had failed its intensions to mobilize middle management commitment and local staff enthusiasm. Force field analysis provides an initial view of change problems that need to be tackled, by identifying forces for and against change based on an understanding of the context of change including the existing culture (Johnson et al. 2008). The distinctive feature of force-field analysis is that it involves organizing the categories in to two board types; those relating to force or pressure for change and those relating to forces or pressures supporting the status quo and resisting change. Lewin (1951) argue that, level of behaviour in any situation as the result of a force field comprising a balance of the forces pushing for change and the forces resisting change. Force Field Diagram Driver Force Restraining Force Quality Improvement Work -Load Cost Reduction Top Level Management External Environment Staffs Technology Training Consultants Recommendation Present Scenario (Hazyes, 2010:129) cccPKNBKMV There are different key drivers can found in the My bank case study. However, technology is the best key driver in the My bank case. All other key drivers related to the technology. Anderson and Tushman (YEAR) point out that technological change is cyclical. Each technology cycle begins with a technological discontinuity. Cost reduction, quality improvement, external environments connected to the technology. If technology will not change other drivers cannot Change in fast way. Different kinds of restrain factors present in the case study. The top-level management like chef executives were the main reason for the failure of the change. Other staffs did not get any support from the top level. After the change, staffs opinion was slightly rejected by the managements. This is the main reason of the failure of the change. According to Nadler (1995), four types of organisational change are there. An Organisations response change is proactive or reactive way. Tuning and adaptation can involve minor or major changes, they are types of change that occur within the same period, and they are bounded by the existing paradigm. Reorientation and re-creation, on the other hand, are types of change that, to use Gersicks analogy, target the playing field and the rules of the game rather than the way a particular game is played. They involve transforming the organisation and bending or breaking the frame to do things differently or to do different things Tuning is change that occurs when there is no immediate requirement to change. Mybank organisational change is related to this part. Mybank became convinced of the benefits of a quality improvement programme for reducing cost. This approach to change tends to be initiated internally in order to make minor adjustments to maintain alignment between the internal elements of the organisation and between the organisations strategy and external environment. Adaptation is an incremental and adaptive response to a pressing external demand for change. Reorientation involves a redefinition of the enterprise. It is initiated in anticipation of future opportunities or problems. Re-creation is a reactive change involves transforming the organisation through the fast and simultaneous change of all its basic elements. Type of Organisational Change Incremental Transformational Proactive Reactive (Nadler et al. 1995:24). Reorientation Tuning Re-creation Adaptation Answer2: Organisational Change involves complex process. Managing this kind of procedure is entirely difficult because they are dynamic. That means complex processes are changing. In these dynamic situations, it is difficult to predict the consequences of its actions. Managing a set of complex activities, each of which is crucial for the overall success of change. These complex tasks needs to be completed effectively in order to change, involves achieve a successful come. Managing change involves four complex tasks. The four tasks are as follows. They are appreciating change, mobilising support, executing change and building change capability. Leadership Appreciating Mobilising Change Support L Building Change Executing change Capability CHANGE MANAGEMENT MODEL Appreciating Change Appreciating Change can give an idea about understanding the forces of stability and change in the organisation. This requires inquiry into routines and mental models that sustain the status quo. An organisation can be changed mainly in two ways. Those are unplanned change and planned change. The Unplanned change, which typically involves changes due to new ideas, conflict between individuals, departments or teams and political and power struggles inside the organisation. Nadler (1987) argues that political behaviour tend to be more intense in times of change because individuals and groups perceive the possibility of upsetting the exiting balance power. Planned change, the change has to be planned. Mybank case study involved the planned change. The appreciation phases aims to make aware of the (a) need for change, (b) consequences of changing and not changing and (c) options that have for undertaking change in the organisation. In the case study, the organisation recognised the neces sary of the appreciating change and understood if this change will happen in the organisation, can achieve cost reduction in house; using exiting staffs to improve the quality and customer service and bank can avoid the inefficient works. The senior executives of Mybank appreciated the change and convinced the benefits of a quality improvement program. Mobilising Support Participation, involvement, and ownership are the crucial for the effective change. The organisational change is both cultural and political involves change in mindsets. This involves influencing, inducing, negotiating, persuading and winning over people to the idea of change. The effective communication strategies are crucial to change management. Getting consent and mobilising support is not an easy process. It requires persistence and patience. Strategic plan have a very important role in mobilising support. Organisational change is a political process. Pettigrew (1972) argue that some may engage in political action for ideological reasons, especially when they are fear that a change may be inconsistent with their values. According to Jick (1993), there are three categories of people who play a role in any change process. They are change strategists, change implements, and change recipients. Change strategists are the people who decide that the organisation needs change and set a direction for the change support. Mybank case managing director and senior executives are the strategists. They are in the top of the position. But strategists cant implements the change. Change implements are the people who are implementing the change by creating new structures, rules, procedures in all process. These people are the middle people of the management team. Mangers, outside consultants and accounting firm are change implementers in the Mybank Cooperation. Change recipients are the third category and people whose jobs change as a result of changes launched in the organisation. These people are usually lower level in an organisation. However, the main success in their hands. These people can make or break the effo rt. These people at the front line directly dealing with clients and customers. The main success depends upon the consent of the people in the organisation. Mybank employees, general staffs, are the change recipients. In 2003, the senior management had failed in its intentions to mobilize middle management commitment and local staffs enthusiasm. The middle management fully activated, but management follow some autocratic style and management fail to adopt the strategy. Executing Change Executing change involves creating and putting in place new structures, processes or procedures. Execution is, perhaps, the most critical aspect of change. Obviously, if an organisation has not managed the previous two tasks well, its change plan or programme will never take off. However, even if an organisation has carefully thought through its change issues and options and has gathered enough support for change, it can still fail at this critical stage. Three critical tasks for change leaders to ensure focus and energy during execution: (a) creating cross-functional linkages in the organisation; (b) aligning policies, procedures and removing structural impediments to performance and change; and (c) creating new routines for continuous improvements and innovations. According to Nilkant (Year), a successful change effort requires: (a) adequate appreciation planning, (b) sufficient support by employees, (c) competent execution by managers, and (d) Change managers with appropriate skill sets and capabilities. Mybank staffs accepted their new changes. However, it was not successful in the bank in both 1990 and 2003. In 2003, they bring a new department and try to join the other department together. The Regional Lending managers activities were not accepted by other departmental mangers. This created a big problem in the organisation. Most of the staffs did not express any interest to new executing change. This is because they were not understood the new system. Who are interested this new changes, did not get any support from their higher level. Building Change Capability A well-known model of change management views organisations as going through long periods of stability punctuated by short bursts of discontinuous change. According to Nilikant (2006), mangers or organisations can build capability in four ways. Those are firstly, individuals and groups build capability. Secondly, individuals and groups build capability when they successfully execute challenging projects. Thirdly, building capability involves paying simultaneous attention to both action and reflection. Fourth, leaders and organisations can help individuals and groups build capability by providing a context that aids action and reflection. Self-efficacy is energy and focus for the capability building. In managing change, self-efficacy is a major determinant for success. Employees with higher levels of self- efficacy can overcome obstacles and challenges that are inevitable part of any change. Efficacy is demonstrated when individuals feel secure in avoiding pseudo solutions. Mybank fai led in their both approach. The main reasons are not cooperation between the staffs and management. Who are motivated in these approaches, did not get support from their top level. Staffs got more workload in their work and staffs were lost the interest to extra works. In this way bank cannot maintain capability. Change Agent A change agent is the individual or group that helps effect strategic change in the organisation. For example, the creator of a strategy may, or may not, be the change agent. He or she may need to rely on others to take lead in effecting changes to strategy (Johnson ET .al 2008). Middle managers and consultants are the change agents in the Mybank case, because they are working together with top level and bottom level people within the organisation. Transition Phases Mod Internalization, Reaction And Learning Denial Shock Depression Consolidation Testing Letting go Acceptance of Reality Time .Answer 3: People going through change experience a variety of emotional and cognitive states. Transitions typically progress through a cycle of reasonably predictable phases .this applies to all kinds of transitions: voluntary and imposed, desirable and undesirable. Often people have little warning of changes and they experience the initial phase of a transition as a shock. Feelings of anxiety and panic can determine their ability to take in the new information, think constructively and plan. Mybank employees faced the same problem when they heard about the new change. Denial phase characterized by a retreat from the reality of change. Depression is the reality of the change becomes apparent and the individual acknowledges things cannot continue. Letting go phase involves accepting reality for what it is. It implies a clear letting go of the past. Testing is more active, creative, experimental involvement in the new situation starts to take place. Consolidation stage progress in progresses in parallel with testing but to begin with there is often more testing and rejecting than testing and consolidating. Internalization, reflection, and learning transition is complete when the changed behaviour is normal and unthinking and is the new natural order of things(Hayes, 2010:216). When a new change program implemented in the Mybank, all the staffs passed in these stages. Some of the staffs were getting struggled and other staffs overcome all the problems. The primary leadership task in change management as creating a positive behavioural context that facilitates inquiry, appreciation, and change. Change management model identifies four core tasks. First, mangers need to be cognitive tuners to appreciate change. Second, mangers need to be people catalysers to mobilise support. Third, managers need to be system architects to execute change. Fourth, managers need to be efficacy builders to build change capability. Leadership Cognitive Tuner The main core task of appreciating change requires a manger to tune into both external business environment and the internal organisational setting. The important thing of the change agent is to understand the external environment and assess the organisational capabilities to address the external changes. The change agent should expose different way. The change agent should seek knowledge in all level and awareness of own metal models and assumptions important. The change agent should recognise the assumptions, if it is necessary or not (Reference). Finally listen other people who are disagreeing with the change agent and do not feel defensive or threatened when others challenge the ideas and thinking. My bank case, cognitive tuning was not effective. The management did not listen to the bottom-level staffs opinions; as a result, employees lost their interest in the new changes. The middle level mangers fail to express their feelings into the top-level management. The way of communic ation was not sufficient between departmental mangers and change agents. People Catalyser Organisational change has an element of loss inherent in the process, and it is a loss that is often deeply felt by employees. The Kubler-Ross grief model addresses the emotional issues associated with change. The four emotional stages experienced throughout the change process may be expressed by employees in behaviours that are obstacles to the process of change. By understanding the emotions employees often encounter during change. It will be better prepared to facilitate the change process (Reference). Kubler- Ross grief stages is applicable in the Mybank case. The staffs were faced the situation in the organisation. But the final stage of the Kubler- Ross was fail in the case, commitment from the employees not good. Between the departments problems created. Kubler -Ross Grief Model Stage 1: Denial People encountering a change initiative might be saying to them, I cant believe this is happening to us. Unresolved fears about the change initiative need to be addressed during this phase. Stage 2: Resistance During this phase, people could attempt to slow down or derail the change initiative, it must be able to spot resistance when it occurs and formulate sound strategies for overcoming it. Stage 3: Exploration If people are not able to stop the changes from occurring, they begin to role of the group are specifically defined in this stage. It is important that unresolved issues that continue to surface be addressed. If trust has been created among the group, then peer influenced can be used to encourage behavioural change. Stage 4: commitment Mutual commitment is established , obstacles have been removed .and the focus is on successful implementation of the changes The change management need to catalyse people by building support, manufacturing consent and facilitating cognitive shifts in organisational members. The change agents need to be communicators, persuaders and negotiators. The change agent prepares himself before engaging the people. For influencing the people the agent can utilise all the media and forums. In decision-making time, change agent role is important. There is no chance to run away from the situations. The change should get trust and respect from others, in this way they can develop the credibility. In the case study, at a particular level, the consultants engaged the people and they fail to utilise the forums and media in the organisation. The middle levels mangers did not get the much trust and respect from the staffs. Systems Architect The change agents need to create the systems, process and routines to execute the change plan or agenda. This involves setting explicit goals, establishing cross-functional teams and monitoring progress (Nilikant). In this stage, the change agent role is very important. In the organisation, he/she should clarify individual roles and contribution. The person who selected is SMART or not. Moreover, other team leaders selection responsibility will come under the change agent. Co-ordination between other staffs will come under the change mangers control. Change mangers need to identify the organisational past practices, procedures, and polices and it should eliminate them properly. Mybank change fails in these areas. The selection of the other team leaders performance was not good. They were not SMART. If they are SMART, the change will be successful. Under the control of the middle managers, conducted meetings but fail to share the new ideas and solve current problems after the change. Efficacy Builder The mangers need to make organisational members have faith in their ability to learn, overcome obstacles and engage in change. Jim Collins argues that the effective leaders do not motivate people. They help people motivate themselves. A significant aspect of building change capability is to build a repository of organisational knowledge that captures insights from peoples tacit experiences. Building change capability is closely related to the core task of appreciating change. Store and share the knowledge is very important for a change manager. Renewal must become as important as cash flow or profit maximisation. Organisational members are aware that change mangers are observing what they say and what they do, and they may be making judgements about them and their future role. Mybank case change management selected some people for the leadership positions. However, that staffs were not successes in a particular level. Some of the departments in Mybank were not given any preference to the change mangers. This is one of the reasons to fail change implication in Mybank and plan of joining of the two departments was not success. This was due to the inefficient leadership and responsibility by the change mangers. The change ag Answe4: Recommendation Conclusion